Introduction

Menopause is an inevitable biological transition for individuals born with ovaries, affecting cisgender women and some trans, non-binary, intersex, gender fluid and non-conforming individuals. Menopause typically occurs during a pivotal period in their professional lives, yet it remains veiled in a culture of silence within the workplace.1 2 This silence is far from harmless; it shapes the lived experiences of women going through menopause and influences the broader societal understanding of this life stage. The discourse—or lack thereof—surrounding menopause at work is a reflection of deep-seated attitudes towards ageing3 and gender, and it plays a critical role in how the contributions and capabilities of women are valued within the labour market.1 2 4

This silence in the workplace around menopause is not merely an oversight but a manifestation of historical patterns of gender bias and ageism. It is indicative of a wider societal discomfort with the ageing female body and the natural processes associated with it. Thus, menopause is still framed as a taboo topic at work and the implications are profound, affecting not only individual women but also the organisational cultures in which they work.4 The lack of open dialogue and recognition of menopause as a significant life event perpetuates a lack of support and understanding, leaving many women to manage their symptoms covertly and without the necessary accommodations that could ease their transition.2 4 In the UK, this is worsened by the lack of access to trained healthcare professionals on menopause who can advise women5

Addressing the issue of menopause and work necessitates a deliberate shift in both academic and workplace discourse to encompass experiences that are currently being overlooked in favour of more visible manifestations of this transition.

This includes giving more coverage to menopause experiences that are not solely framed …